Niceliksel İşgören Artışından Niteliksel Eksikliğe Giden Yol
The path from quantitative employee increase to qualitative deficiency

Summary/Abstract: Today, organizational growth strategies are largely shaped by increases in personnel numbers, and this is considered by decision-makers as one of the key indicators of corporate success. However, the effects of quantitative personnel growth on qualitative structures within organizations are often not sufficiently questioned and managed strategically. This study aims to examine the effects of quantitative personnel growth on employee quality, motivation, performance metrics, and organizational productivity in different sectors using a holistic approach. The main problem of the study is the reflection of qualitative deficiencies on organizational performance that arise as a result of neglecting job analyses, human resources practices, and competency-based recruitment processes when quantitative increases in employment are achieved. Although there are numerous studies in the literature on human resources management, performance appraisal systems, and organizational growth, research that addresses the qualitative consequences of quantitative growth, especially based on sectoral comparisons, is limited. This study aims to fill this gap by presenting an original analysis based on qualitative data obtained from different sectors. As part of the research, semi-structured in-depth interviews were conducted with seven senior managers working in the healthcare, automotive, tourism, logistics, software, food, and finance sectors. The data obtained were evaluated using thematic analysis methods. In the coding process, the inadequacy of job analysis practices, the impact of uncontrolled growth on organizational culture, job-position mismatch, and issues of motivation and belonging emerged as dominant themes. The research findings show that quantitative personnel growth not only increases human resource capacity but also creates significant pressure on organizational structure and culture. When considered together with the weakening of job analysis processes, the superficiality of recruitment criteria, and the ambiguity of performance metrics, quantitative growth negatively impacts employee motivation and organizational commitment. In conclusion, the study emphasizes the need for a strategic human resources management model that considers the balance between quantitative growth and qualitative sustainability, and offers recommendations for policymakers and practitioners.

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